I’ve been in Human Resources in one way or another throughout my 20 year career. One of the areas I’ve always been interested in is employee retention. What does it take it to keep an employee engaged, productive and ultimately a good return on the company’s investment? Back in the day, (my day anyway), the [...]
I’ve been in Human Resources in one way or another throughout my 20 year career. One of the areas I’ve always been interested in is employee retention. What does it take it to keep an employee engaged, productive and ultimately a good return on the company’s investment?
Back in the day, (my day anyway), the goal was to work for a company for many years and be rewarded with incremental promotions, salary increases and finally, a nice retirement party.
Times have changed.
Today, an employee will change jobs frequently if their needs are not being met or to continually progress in their career path. What does that mean for employers? It means that we need to be cognizant of what is important to employees, whether that be flexible schedules, mentoring programs, non-monetary rewards, or an atmosphere of education, forward motion and (last but not least), fun.
Numerous studies have been done about this idea. One of my favorites is the Harvard Study illustrated in the book, “The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work” by Shawn Anchor. In this book, the author disputes the common notion that Success = Happiness and in fact, has proven that it’s the other way around.
Happiness = Success.
So does that mean all employers have to worry about whether their employees are happy all the time?
Not exactly. It does mean however, that if you are not at least aware of what today’s talent is seeking in terms of employment, you will be left with continual turnover and nobody wants that. Gone are the days where a job was dictated by the boss and you did what you were told without question. Today’s workforce wants to be collaborative and involved in decision making and feel like they have accomplished and achieved at the end of the day. In addition, they want to like the people they work with, have fun while they work, and feel like they are part of the bigger picture in terms of success.
The best example of this methodology is in companies like Google, Zappos and Patagonia. They all put company culture above everything else, and the result?
Innovation. Employee retention. Success.
It’s hard to argue with such giants who have proven the “happiness at work” theory. So take a look at your workforce and company culture and see if you are on track to compete in today’s market and if adding Flip Flop Fridays makes sense for you.
Do you think happiness at work is important? I’d love to hear your comments.